Our prior email discussed how existing managers start an INTRATERNSHIP programme. We will expand on this over the next few months.
With the job market being very fluid and people moving up and out of organisations, it’s very common to find a new manager who doesn’t know their team. The manager would be motivated to bring their management skills and flair to the team. But to win over the existing team a manager needs to understand their team, what they do and how they do it.
THE OLD WAY OF DOING THINGS
Up until now the most effective method was to meet with each person individually to gain an understanding of what that person does and how they do it.
That method is only partially effective because a team is a TEAM, it is made up of people with different tasks, different backgrounds and different drivers. Meeting a person individually won’t bring out these unique features of that team.
THE NEW WAY – THE INTRATERNSHIP MODEL
The INTRATERNSHIP model is designed to bring this dynamic out easily. By allocating an hour a week where each individual is able to explain to you and the rest of the team what they do, how they do it and who they work with in other teams, you as the new manager will start to get a feel for that team.
Not only will you start getting a feel for the team but you’ll also begin to formulate a picture of how each person works within the team. You’ll understand how the personalities blend and how they rub against each other. You’ll see where the team is most effective and will learn where its shortcomings are.
After about two months of these formalised informal sessions you will find yourself in a much better position to lead the team because you understand it more intimately.
The first four or five sessions should be devoted to the people in the team. You can start offering your input and encouraging input from other members of the team to contribute to make your reports the most effective in the organisation.
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